Certification – The whole Story
What is the Universal Fair Pay Check®
The UNIVERSAL FAIR PAY CHECK® is the world’s leading certification for fair pay. As a globally recognized standard, trusted by companies of all sizes and industries, it empowers organizations worldwide to ensure equitable compensation for all employees—regardless of location, size, or structure. The UNIVERSAL FAIR PAY CHECK® integrates the most advanced legislative frameworks from countries like Iceland, the United Kingdom, and Switzerland, creating a universal process that is ready for both current and future legal requirements.
The credibility and impact of the UNIVERSAL FAIR PAY CHECK® are safeguarded by the FPI Screening Board, a panel of international experts from UK, Iceland and Germany.
Developed by the FPI Fair Pay Innovation Lab in Berlin, the certification was closely examined by the European Union Intellectual Property Office (EUIPO). The globally unique certification is recognized as a certification trademark since May 2022 to guarantee the properties of goods or services and to identify the mark as a quality seal with guaranteed properties.
Global industry leaders such as Siemens Energy AG, Reykjavik Energy, BMW AG, Puma USA & Canada, Beiersdorf Germany and many more have already achieved the UNIVERSAL FAIR PAY CHECK® certification, demonstrating their commitment to fair pay under the patronage of Germany’s Federal Labor Minister Hubertus Heil.
Our mission is simple yet powerful:
Fair pay for every employee, everywhere in the world.
Step 1
Say Yes to fair pay!
By opting for the UNIVERSAL FAIR PAY CHECK® and registering via our website, you are sending a clear signal that equal opportunities matter in your company – and you are on the way to closing arbitrary pay gaps. To help you achieve this goal quickly, we invite you to exchange ideas with other companies inside our expertise network in our Fair Pay Management Circles and support you in finding a suitable analysis partner.
Step 2
Analyse the status quo
Certification always starts with a thorough analysis of the existing salary structure. You can undertake this yourself, either with the help of independent analysis software or an external consultancy. The FPI can help you to find a suitable partner.
Step 3
Get certified
The third step is to send us your analysis results. The FPI Screening Board will use them to categorize the current situation in your company regarding fair pay and will award you our internationally recognized and EU-registered certificate.
EUROPEAN CERTIFICATION MARK
The UNIVERSAL FAIR PAY CHECK® has been recognized by the European Union Intellectual Property Office as a certification trademark. Meeting the highest standards of neutrality, verification, monitoring and transparency, guaranteeing the quality of the globally unique certification for participating companies.
The UNIVERSAL FAIR PAY CHECK® was developed to certify companies worldwide regardless of their size, location or respective legislation, by identifying and sustainably closing existing wage gaps.
Our aim: a certification as uncomplicated and seamless as possible, but at the same time, from the outset we focused on ensuring this was a top-quality award. After all, we want to guarantee to stakeholders, investors and employees that the companies that we certify actually do provide fair pay.
We have developed the Fair Pay Matrix as a basis for the pay equity analysis: It is true that the main cause of unfair income differences is the pay gap between men and women, which is 23 percent on average worldwide. But in addition to the so-called gender pay gap, demographic characteristics such as age, origin or sexual orientation can also be reasons for unfair pay. There is therefore a whole range of meaningful indicators that can be used to identify possible unequal treatment. We have bundled all these variables and key performance indicators, which can be used to calculate the progress made in implementing equal pay and measure the success of equality measures, in the Fair Pay Matrix. This shows companies and organizations where they can start to implement equality and fair pay.
In addition the indicators in the Fair Pay Matrix are matched to the UN Sustainable Development Goals 5 (Achieve gender equality and empower all women and girls), 8 (Promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all), and 10 (Reduce inequality within and among countries). The Fair Pay Matrix can thus be used to monitor how well a company is aligned to the SDGs.
On this basis and under the patronship of Hubertus Heil, German Federal Minister of Labor and Social Affairs, the certification has already been awarded to enterprises both large and small, such as the German DAX insurance company Allianz Deutschland AG, the fragrance group Symrise AG and Reykjavík Energy, Iceland’s second largest energy provider. And after close examination by the European Union Intellectual Property Office (EUIPO), the globally unique certification is recognized as a certification trademark since May 2022.
Fair Pay Certification meets highest standards
Thus the UNIVERSAL FAIR PAY CHECK® meets the highest standards of neutrality, verification, monitoring and transparency. The non-profit FPI was supported with pro bono trademark law consultancy by Berlin-based dtb lawyers. The certification mark is new territory in the field of trademarks. It has only been possible to register certification marks, to guarantee the properties of goods or services and to identify the mark as a quality seal with guaranteed properties in Germany since January 2019. Many attempts to register a service as a certification mark fail. The successful registration of the UNIVERSAL FAIR PAY CHECK® attests to its quality as certification which is of course awarded in the rest of the world according to the same strict criteria as in Europe.
FAIR PAY ANALYST
As Fair Pay Analyst, you are part of the UNIVERSAL FAIR PAY CHECK® family. The salary structures in the company have been analyzed and you know which areas show a need for action. Once you have registered for certification, you will be invited to share best practices in our exclusive Fair Pay Management Circles.
First steps
At the start of the UNIVERSAL FAIR PAY CHECK®, organizations examine their pay structures. As part of the analysis, the payroll system and the corresponding components are assessed to see whether they reflect the company ethos. In the analysis, those factors that influence remuneration are broken down, for example, role, department, or length of service. Furthermore, the effect of variables that should not affect remuneration, such as sex, for example, is calculated. The list of variables from the Fair Pay Matrix can serve as the basis.
Analysis & evaluation
The analysis is carried out on the basis of the organization’s internal data, and it provides the foundation for a precise determination of all further steps necessary to implement fair pay. From the analysis, it is apparent how the whole spectrum of employees in the organization is distributed over the various salary levels. In particular, using such data flags up the challenges specific to the organization in the implementation of equality and fair pay, and determines the appropriate methods and instruments for closing any identified gaps.
Requirements for achieving the status of UNIVERSAL FAIR PAY ANALYST
- The organization carries out an analysis of the pay structures for all its employees.
- At the very least, this analysis will calculate the unadjusted and adjusted gender pay gaps (in respect of basic salary, bonuses, and total remuneration). It is useful to then identify further pay gaps on the basis of demographic factors such as age or ethnic origin.
- The unadjusted gender pay gap shows the percentage difference between the average gross hourly pay for women and men.
- The adjusted gender pay gap shows the percentage difference between the average gross hourly pay for women and men in comparable positions – taking into account the variables of role, level, and requirements.
- The calculation is undertaken using multiple regression analysis on the basis of all employee data. If it is not possible to include all employees in the calculation, the FPI must be notified of the reasons why.
- The organization formulates suitable measures for closing the calculated gaps.
- In a written Fair Pay Commitment, the organization undertakes to implement fair pay and transparency. The organization can set itself additional goals over and above this.
- All the necessary data and measures are made available to the FPI for checking. In this phase, all the details from the organization are treated confidentially and are not published.
FAIR PAY DEVELOPER
Measures: Implementation & Improvement
In the Developer phase, organizations apply the policies formulated in Phase 1 for implementing a fair pay structure. Here, organizations document the implementation process for the individual measures and check the effectiveness of the measures regularly (at least once a year). If a measure does not prove expedient, it is improved.
On the way to 0%
The aim in this phase of the check is to achieve an adjusted gender pay gap of zero percent. This means that all employees in the same and comparable positions are paid the same
Requirements for achieving the status of UNIVERSAL FAIR PAY DEVELOPER
- The organization implements the measures that have been set out and reports regularly to the FPI – at least once a year – on how the implementation is progressing.
- The organization documents the implementation process for the measures as a building block in the regular effectiveness review.
- The organization achieves an adjusted gender pay gap of +1 to -1 percent. On request, the adjusted gender pay gap can be published.
FAIR PAY LEADER
Fair Pay Leaders have closed all unjustified pay gaps and are taking appropriate actions to prevent pay gaps from reopening. As fair pay leaders, they have committed to voluntary transparency and publish their gender pay gap.
Sustainably on target
Phase 3 of the UNIVERSAL FAIR PAY CHECK® is achieved once the organization has clearly lowered the unadjusted gender pay gap, the value is between -10 and +10 percent, and monitoring shows a continuous narrowing of the organization’s internal pay gap. The objective is for the company to continue its efforts, aiming for an unadjusted gender pay gap of around zero percent.
Making successes transparent
Organizations with Universal Fair Pay Leader status show that they are actively addressing their salary structures and the processes for recruitment and promotion, reconciliation policies, and the organizational culture. Successful implementation of measures is made transparent and is effective publicity as part of strategic organizational communication.
Achieving the status of Universal Fair Pay Leader is a sustainable goal and a milestone on the way towards fair pay. Depending on the starting point, organizations need several years to close the pay gap entirely and counteract any renewed widening of the income gap over the long term.
Best practice exchange
Throughout, the organization is given advice and support on a step-by-step basis over a longer period of time. Sharing Best Practice with other companies and organizations takes place routinely, in Expertise Workshops and targeted Best Practice Insights. The process and certification of an organization are not contingent upon its size, sites, organizational form, or respective statutory obligations.
Requirements for achieving the status of UNIVERSAL FAIR PAY LEADER
- The organization shows an unadjusted gender pay gap from +10 to -10 percent.
- By continuing to implement existing measures and developing new or adjusted measures, the organization aims to achieve an unadjusted gender pay gap of around zero percent.
- The organization engages in sharing Best Practices with other organizations.
- The organization communicates openly and ensures that its efforts in relation to fair pay, as well as the level of its gender pay gap, are transparent in internal and external communications.
- The organization continues to analyze its own pay structures on a regular basis.
Who is already certified by FPI?
The UNIVERSAL FAIR PAY CHECK® is the world’s leading certification for fair pay. As a globally recognized standard, trusted by companies of all sizes and industries, it empowers organizations worldwide to ensure equitable compensation for all employees—regardless of location, size, or structure. The UNIVERSAL FAIR PAY CHECK® is the only registered certification mark for fair pay world wide.
Universal Fair Pay Leader
…have closed all unjustified pay gaps and are taking appropriate actions to prevent pay gaps from reopening. Fair Pay Leaders have committed to voluntary transparency and publish their gender pay gap. Fair Pay Leaders have an adjusted gender pay gap of +1 to -1 percent and an unadjusted gender pay gap of from +10 to -10 percent. A negative number means that the pay gap is in favor of women, and in this case, men earn slightly less on average.
Reykjavik Energy
BMW AG
PUMA South Africa
Chiesi Farmaceutici S.p.A.
Beiersdorf Germany
Riese & Müller GmbH
…
Universal Fair Pay Developer
…are already in the process of closing the gaps discovered during the salary analysis and are implementing suitable measures in exchange with other companies. Fair Pay Developers have an adjusted gender pay gap of +1 to -1 percent.
esentri AG
PUMA Nordic AB
GS1 Germany GmbH
Beiersdorf UK Ltd
MCT Agentur GmbH
Breitling AG
…
Our mission is simple yet powerful: Fair pay for every employee, everywhere in the world.
Universal Fair Pay Analyst
…are part of the UNIVERSAL FAIR PAY CHECK® family. The salary structures in the company have been analyzed and suitable measures are formulated for areas where actions is needed with the aim of closing the calculated gaps.
Allianz Deutschland
Rheingans GmbH
Symrise AG
HSCB Bank USA / UK
Deutsche Börse Group
Siemens Energy AG
Erste Group Bank AG
Kering
Ferragamo
KfW
LSEG London Stock Exchange Group
…
Price of the Certification
Registration for certification is possible at any time. From the time of registration, the application documents including the analysis results can be submitted within one year. Certification takes place at the quarterly FPI Screening Board meeting following receipt of the application.
The cost of certification is due at the time of registration. As soon as we receive payment, we will send you invitations to participate exclusively in the Best Practice Exchange: Our Fair Pay Management Circles are held quarterly and are open exclusively to participating companies.
Certification Fee in the First Year
The certification fee is structured to accommodate companies of various sizes:
Standard Fee: €1.00 per employee
Minimum Fee: €2,000 for companies with up to 2,000 employees
Maximum Fee: €10,000 for companies with over 10,000 employees
The costs depend on the number of employees of the respective entity. Please note that the costs for the pay equity analysis are not included in the certification costs.
Recertification Fee from the Second Year Onwards
The recertification fee is set at 75% of the original certification fee, with a minimum of €1,500 and a maximum of €7,500:
Standard Recertification Fee: €0.75 per employee
Minimum Recertification Fee: €1,500 for companies with up to 2,000 employees
Maximum Recertification Fee: €7,500 for companies with over 10,000 employees
Please contact us for prices on international holding structures, as certification is possible for individual companies as well as groups or countries.
FPI Partner for analysis and measures
First the analysis, then the certification. Because at the beginning of every compensation strategy is the analysis – always. But what needs to be considered? Which key figures and criteria are decisive on the way to fair pay? What measures need to be taken to close existing income gaps? What is the best software? And where can companies find the best support?
We would be happy to provide individual support to any company that wants to pay fairly – but unfortunately, we can’t be everywhere at once! After all, our goal is fair pay for all employees, in every company, worldwide. That’s why we focus on certification and are constantly developing the process to optimize it in line with the latest economic, scientific, and political developments. After all, there are many pay certifications, but our claim is: If you’re going to certify, then certify properly.
To be able to certify as many companies as possible, we work with a number of partners around the world. They all have a lot of analysis experience and testing routine and know very well which criteria are decisive for the Universal Fair Pay Check. In order to prepare for certification in the best possible way, it is advisable for many companies to work with external compensation professionals.
Use the FPI Tool Compass to search and filter for your perfect partner to support you in the certification preparation!
FAIR PAY MANAGEMENT CIRCLE
What do companies that have been awarded Fair Pay Leaders do better? How did they close all their pay gaps? And what can other companies learn from them? Our quarterly discussions focus on the exchange of best practices. Exclusive, constructive, and confidential.
Fair Pay Management Circle is the name of our best practice discussions, to which we invite participating companies. In an exclusive round and confidential atmosphere, compensation experts exchange views on hurdles, challenges and successes on the way to fair pay.
The challenges inherent to daily work require concrete solutions and practical measures. Fair Pay Analysts, who are at the beginning of the process, benefit from Fair Pay Developers, who are in the middle of implementing measures, and they in turn benefit from Fair Pay Leaders, who have already been able to close their pay gaps and want to avoid a renewed widening of pay gaps in the future.
The discussions take place quarterly on neutral ground in compliance with Chatham House Rules and are not made public. Participation is by invitation only: all participants in the UNIVERSAL FAIR PAY CHECK® will receive invitations to our Fair Pay Management Circles.
EVENT DATES 2025
Tuesday March 4, 10 – 11 am UTC
Tuesday June 3, 10 – 11 am UTC
Tuesday September 2, 10 – 11 am UTC
Tuesday December 2, 10 – 11 am UTC
FAIR PAY INNOVATION CIRCLE
What sets our certified companies apart? How do they tackle the real-world challenges of implementing fair pay practices? Our biannual Fair Pay Innovation Circle is dedicated to fostering open brainstorming discussions—exclusive, constructive, and confidential.
The Fair Pay Innovation Circle is our platform for forward-thinking discussions, inviting all certified companies to share insights. In an exclusive and confidential setting, compensation experts discuss the hurdles, challenges, and successes they encounter in their journey towards fair pay.
Daily work challenges require innovative solutions and practical measures. These discussions provide a space for companies to brainstorm, share their experiences, and develop new strategies to overcome obstacles. The focus is on finding new solutions to old challenges, as traditional methods have often failed to close pay gaps for over a century.
These discussions occur twice a year on neutral ground, adhering to Chatham House Rules, and are not made public. Participation is by invitation only: all organizations in the UNIVERSAL FAIR PAY CHECK® certification process receive invitations to our Fair Pay Innovation Circles. Be part of this exclusive round and join us in innovating to propel us faster forward to planet fair.
EVENT DATES 2025
Tuesday April 8, 10 – 11 am UTC
Tuesday October 14, 10 – 11 am UTC
Our mission is simple yet powerful:
Fair pay for every employee, everywhere in the world.
TAKE OFF TO PLANET FAIR!